In this HCI Webinar, Dr. Jonathan H. Westover talks with leveraging spiritual and emotional intelligence at work. Yosi Amram Ph.D. is a licensed clinical psychologist, a CEO leadership coach, and a best-selling and award-winning author. Previously the founder and CEO of two companies he led through successful IPOs, Yosi has coached over 100 CEOs—many of whom have built companies with thousands of employees and revenues in the billions. In addition to working with individuals, Yosi works with couples interested in passionate, conscious relationships that serve their psycho-spiritual healing and growth. With engineering degrees from MIT, an MBA from Harvard, and a Ph.D. in Psychology from Sofia University, he is a pioneering researcher in the field of spiritual intelligence whose research has received over 1000 citations. As a C-Suite, Amazon, B&N best-selling author of the Nautilus Book Award Gold Medal-winning Spiritually Intelligent Leadership: How to Inspire by Being Inspired, Yosi is committed to awakening greater spiritual intelligence in himself and the world. Yosi is also the founder of several non-profits, including trueMASCULINITY.org, Engendering-Love.org, and AwakeningSI.org.

In this podcast episode, Dr. Jonathan H. Westover talks with leveraging spiritual and emotional intelligence at work. Yosi Amram Ph.D. is a licensed clinical psychologist, a CEO leadership coach, and a best-selling and award-winning author. Previously the founder and CEO of two companies he led through successful IPOs, Yosi has coached over 100 CEOs—many of whom have built companies with thousands of employees and revenues in the billions. In addition to working with individuals, Yosi works with couples interested in passionate, conscious relationships that serve their psycho-spiritual healing and growth. With engineering degrees from MIT, an MBA from Harvard, and a Ph.D. in Psychology from Sofia University, he is a pioneering researcher in the field of spiritual intelligence whose research has received over 1000 citations. As a C-Suite, Amazon, B&N best-selling author of the Nautilus Book Award Gold Medal-winning Spiritually Intelligent Leadership: How to Inspire by Being Inspired, Yosi is committed to awakening greater spiritual intelligence in himself and the world. Yosi is also the founder of several non-profits, including trueMASCULINITY.org, Engendering-Love.org, and AwakeningSI.org.  Check out all of the podcasts in the HCI Podcast Network (https://www.podbean.com/podcast-network/HCI) !

In this HCI Webinar, Dr. Jonathan H. Westover talks with Jen Recla about leading with curiosity. As a leadership coach, trainer, and outdoor enthusiast, Jen Recla is on a mission to awaken passion, joy, and the spirit of adventure in every professional endeavor. With over 15 years of organizational development experience in leadership, coaching, and mentoring, she specializes in creating growth experiences that inspire and equip individuals and teams to maximize their value and impact. She leverages her top Gallup strengths of woo, maximizer, communication, futuristic, and arranger to make learning fun, bring knowledge to others, and inspire individuals to reach their full potential.

The traditional labor market has long relied on written applications—customized cover letters and tailored proposals—as critical signals to evaluate candidates’ skills, diligence, and suitability for jobs. These signals functioned effectively because they demanded significant effort, time, and cognitive investment, creating a reliable filter that differentiated genuinely motivated and skilled applicants from those who were less serious. However, the rapid rise of generative artificial intelligence (AI), particularly large language models like ChatGPT, has fundamentally disrupted this system. AI can now generate polished, customized applications instantly, drastically reducing the cost and effort required to produce a high-quality written proposal. This technological shift has saturated hiring markets with superficially impressive applications, eroding the reliability of the traditional signal. Highlights 🤖 AI tools like ChatGPT have drastically lowered the effort needed to create polished, customized job applications. 💼 Customized applications once served as reliable signals of candidate quality and commitment but are now devalued. 📉 The hiring advantage of high-ability workers has dropped by 19% post-AI, while low-ability workers’ hiring rates increased by 14%. ⚠️ The erosion of reliable hiring signals leads to inefficient labor allocation and a measurable loss in overall market surplus. 📊 A study on Freelancer.com shows a 64% decline in the premium employers pay for customized applications after AI adoption. 🔍 Employers must shift to performance-based assessments, verified credentials, and milestone-based contracts to effectively evaluate candidates. 🔄 Building trust through repeated engagements and monitoring real-world performance is crucial in the AI era. Key Insights 🤖 AI has democratized the creation of polished applications, transforming costly, reliable signals into cheap talk: Historically, the effort of customizing a job application acted as a costly signal indicating diligence and ability. Generative AI reduces this effort to near zero, enabling even low-skill workers to produce seemingly impressive applications. 📉 High-ability workers are disproportionately harmed by AI-driven signal erosion, while low-ability workers gain an unfair advantage: The study shows a 19% decline in hiring rates for top-tier workers and a 14% increase for the lowest tier after AI adoption. ⚖️ The loss of reliable signals leads to inefficiencies and economic costs in labor markets: When employers cannot accurately identify top talent, they risk making poor hiring decisions, resulting in lower project quality, delays, and increased costs. The Freelancer.com platform experienced a 1% overall loss in market surplus, primarily due to decreased worker surplus among high-ability freelancers. 🔄 Effort and output have become decoupled due to AI, undermining a core principle of evaluating candidates: Traditionally, more time and effort spent on an application correlated with higher quality and customization. AI breaks this correlation, allowing instant generation of bespoke proposals. 🛠️ Performance-based assessments and verifiable credentials are essential new signals in the AI era: To counteract signal degradation, employers must shift from relying on self-reported qualifications to evaluating demonstrated skills through work samples, coding challenges, editing tests, or small paid probationary contracts. 🤝 Long-term relationships and reputation systems serve as robust, AI-resistant signals of quality: Repeated engagement with trusted freelancers builds a track record of performance and reliability that is difficult to counterfeit. 📈 Adaptive hiring practices aligned with measurable outcomes protect employers and incentivize true skill development: Structuring contracts around milestone-based payments tied to deliverables aligns incentives for both parties. It reduces upfront risk and ensures compensation reflects actual performance, discouraging reliance on superficial signals. If this helped you, please like and share. #AI #Hiring #Freelancer #LLM #LaborEconomics #SignalDegradation

Abstract: Large language models have fundamentally altered the economics of written job applications by reducing production costs to near-zero. This article examines the market-level consequences through evidence from Freelancer.com, a major digital labor platform. Analysis reveals how AI-generated applications degraded a critical quality signal that previously enabled efficient worker-employer matching. Pre-LLM, employers valued customized applications equivalent to a $26 bid reduction; this premium fell 64% post-LLM as customization lost predictive power for worker ability. Structural estimates reveal the equilibrium impact: eliminating credible written signals caused high-ability workers (top quintile) to experience 19% lower hiring rates while low-ability workers (bottom quintile) saw 14% higher rates. Total market surplus declined 1% while worker surplus fell 4%, with efficiency losses concentrated among high-ability workers unable to credibly differentiate themselves. These findings illuminate economic risks facing organizations that rely on written applications for screening and suggest strategic responses centered on performance-based evaluation, verifiable credentials, and contract design.

In this podcast episode, Dr. Jonathan H. Westover talks with Jen Recla about leading with curiosity. As a leadership coach, trainer, and outdoor enthusiast, Jen Recla is on a mission to awaken passion, joy, and the spirit of adventure in every professional endeavor. With over 15 years of organizational development experience in leadership, coaching, and mentoring, she specializes in creating growth experiences that inspire and equip individuals and teams to maximize their value and impact. She leverages her top Gallup strengths of woo, maximizer, communication, futuristic, and arranger to make learning fun, bring knowledge to others, and inspire individuals to reach their full potential.  Check out all of the podcasts in the HCI Podcast Network (https://www.podbean.com/podcast-network/HCI) !

Change is an inevitable and constant factor in modern organizations, often introduced with the goal of improvement. However, many change initiatives fail because they overlook the crucial human element. Change doesn’t just affect processes or systems; it deeply impacts the people involved, triggering anxiety, uncertainty, and fear. This emotional turmoil can sap productivity, stifle innovation, and lead to resistance, ultimately causing even the best plans to falter. Highlights 🔄 Change is constant but often fails due to neglecting the human impact. 💡 Uncertainty and fear among employees reduce productivity and innovation. 🗣️ Clear, honest, and frequent communication combats fear and builds trust. ⚖️ Fairness and inclusion in decision-making increase acceptance and engagement. 📚 Comprehensive skill development transforms fear into growth and retention. 🤝 Empathetic leadership and psychological safety encourage experimentation and learning. 🔄 Continuous learning and reflection build organizational resilience for ongoing change. Key Insights 🌪️ Uncertainty is the primary obstacle to successful change: The emotional response to change—uncertainty—acts like a hidden saboteur. It diverts mental energy away from work and innovation, causing employees to retreat into cautious, risk-averse behaviors. Recognizing this psychological barrier is essential; change management strategies that ignore it are doomed to fail. Effective change must treat emotional responses with as much care as operational ones. 💡 Communication is not just sharing information but building trust: Leaders who communicate clearly, frequently, and honestly create transparency that demystifies the unknown. This “turning on the lights” approach reduces anxiety and empowers employees. Importantly, communication must be two-way—listening to concerns and feedback fosters a sense of involvement and respect, which is crucial for trust and buy-in. Without trust, even the best plans will lack the necessary follower commitment. ⚖️ Fairness in process drives acceptance, regardless of outcomes: People are more likely to accept difficult changes if they believe the process was just and their voices were heard. Inclusion through committee involvement and transparent criteria for decisions help reduce resistance. Fairness combats feelings of powerlessness and alienation, transforming employees from passive recipients into active participants in change. 🎓 Investing in skill development is a strategic imperative, not a luxury: Change often brings new technologies and roles that require new skills. Without adequate support, employees face panic and failure. Organizations must provide sustained, varied learning opportunities—hands-on practice, coaching, and self-paced modules—to build confidence and competence. When employees see these efforts as career investments, they shift from resistance to engagement, reducing turnover and preserving institutional knowledge. 🤗 Empathetic leadership models the way forward: Leaders who acknowledge emotional realities and demonstrate empathy build psychological safety where employees feel seen and supported. Leading by example—using new tools, embracing new behaviors—reinforces expectations and motivates adoption. Celebrating effort and learning from mistakes fosters experimentation and innovation, essential ingredients for mastering change. 🤝 Middle managers are critical change agents: While CEOs set the vision, middle managers operate at the front lines, balancing deliverables with people care. Empowering them with training and authority to support their teams is vital. Their ability to provide emotional support, coaching, and encouragement can make or break the success of change initiatives. 🔄 Change is ongoing; resilience comes from continuous learning: Successful change is not a one-off project but a continuous process of adaptation. Organizations that institutionalize learning cycles—plan, act, review, and learn—build muscle memory for handling future changes. Creating knowledge repositories and communities of practice ensures lessons are retained and shared. Rewarding learning and teaching embeds adaptability into the organizational culture, enabling companies to thrive amid perpetual change. If this helped, please like and share to spread better change practices. #organizationalchange #ChangeManagement #Leadership #EmployeeEngagement #CapabilityBuilding

Abstract: Organizational change initiatives fail at alarming rates, often due to inadequate attention to human and capability dimensions. This article synthesizes evidence from 32 empirical studies examining employee experiences during organizational transitions. Change creates significant uncertainty that affects both organizational performance and individual wellbeing. However, organizations can mitigate negative effects through transparent communication, procedural justice, employee participation, capability development, and supportive leadership. The article presents evidence-based interventions demonstrated across healthcare, manufacturing, technology, and public sectors. Long-term success requires recalibrating psychological contracts, building adaptive capacity, and embedding continuous learning systems. By addressing both immediate transition challenges and foundational organizational capabilities, leaders can transform change from a source of disruption into a mechanism for sustainable competitive advantage.